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Conclusions  Duke Study:  Employees in obesity class III have twice as many WC claims as employees at the recommended weight.  Employees in obesity class III have nearly 7 times higher WC medical costs and 11 times higher WC indemnity costs as employees at the recommended weight.  Employees in obesity class III have nearly 13 times more lost workdays as employees at the recommended weight.  NCCI:  The risk of permanent disabilities from injuries is greater in obese workers  For the same injury, obese claimants require a wider range of medical treatment/costs and have a longer healing period  Synergy:  Data confirms existing research

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What Can I Do?  Hiring personnel must be educated on the position for which the candidate is applying (e.g., requirements for lifting, bending, stooping, twisting, etc.):  Do I believe this candidate is truly fit for duty?  Will they harm themselves or my patients/clients?  You have the power and responsibility to make the correct risk management decision for your organization!  Work with Synergy Loss Prevention to develop a Post-Offer Medical Questionnaire process.

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Risk/Reward?  But weight!! Isn’t this discrimination??  NO! As long as you do not ask any disability-related questions during the application or interview process. You are making observations and risk management decisions…you have not elicited any disability-related information during the applicant stage. It is impossible to discriminate against someone if you don’t know they have a disability!! Finally, it is important to note that obesity is not a “protected class,” under the ADA.  Post-Offer Medical Questionnaires: the ADA (2008 Amendments) allow employers to ask disability- related questions after a “conditional offer of employment.”